Elevated HRhttp://elevatedhr.com
Just another WordPress siteTue, 07 Jul 2015 03:16:34 +0000en-UShourly1The Plight of The “Hot Girl”http://elevatedhr.com/recruitment-and-selection/the-plight-of-the-hot-girl
http://elevatedhr.com/recruitment-and-selection/the-plight-of-the-hot-girl#commentsTue, 07 Jul 2015 03:04:23 +0000http://elevatedhr.com/?p=6463 So I’m sitting in a lounge listening to a story from a woman I just barely met. It takes everything in me not to rub my thumb and forefinger together and ask, “Do you know what this is? It’s the world’s smallest violin playing the world’s saddest song!” You see the woman across […]

So I’m sitting in a lounge listening to a story from a woman I just barely met. It takes everything in me not to rub my thumb and forefinger together and ask, “Do you know what this is? It’s the world’s smallest violin playing the world’s saddest song!”

You see the woman across from me is one of those girls I rarely feel sorry for. Beautiful without makeup, deadly when she does herself up. A body that she doesn’t even have to work for, as her metabolism magically works overtime and lets her devour the entire poutine (cheese curds and gravy over fries for my American friends) sitting in front of us. She has hair that doesn’t stop (and it’s real!) and eyes so piercing they seem to look right through you.

So what’s her story? Well, she fears she’s not being taken seriously when she interviews due to her “hotness”. She doesn’t use those words (she’s actually humble…sigh) but feels when she’s interviewing with women they seem overly cold to her and with men, it never feels genuine. Apparently she even had one executive give her his home number and asked her to call him there “to see what may happen.” (Okay, I’ll admit I said “ew” out loud but still didn’t feel too sorry for her…after all, she’s eating POUTINE!)

So is this really a thing? That if you’re too attractive (or considered too hot) that you’re simply written off despite what you’ve worked for? Is this a weird form of discrimination that has never even crossed my mind…?

Turns out psychologists have done a bunch of research on this very area. Studies upon studies show that people are automatically biased to think that the people they are attracted to are kinder, smarter and more capable than they really are. This actually accounts for a 12% pay gap of attractive people vs unattractive people. But interestingly enough it works in opposite ways too – if you make someone feel insecure, they’re most likely not going to help you out in your career regardless of your background. And it definitely gets worse if you are being interviewed by the same gender.

So that’s when I took a look at her resume and I’ll admit it’s actually not a bad resume – and I can tell she’s stuck. She’s been pigeon-holed. And yep, it’s probably because she’s hot. In fact, she’s one of those that I actually think SHOULDN’T have a LinkedIn photo because she might be written off by us crazy HR ladies even before she gets a foot in the door. (The blasphemy!)

But this really did cause me to pause and take a look at my own biases. And while I probably shouldn’t admit it I realized I write so many people off that don’t fit my mold of what they should look like based on the position they are applying for.

So this begs the question: How many people am I saying no to because the cover isn’t interesting enough? And then I ask myself an even harder question: Would I have written her off because she’s too hot? Sigh. I don’t think I have to write the answer.

So no: this isn’t a PSA or a plea to encourage you to hire someone who is more attractive than you. (They are still paid 12% more than us average folk!) But next time you’re hiring, ask yourself if you already know what they look like. If you do, you’re most likely selling yourself short. By opening your mind, you might be able to open up a pool of candidates and find some real talent out there you otherwise would be passing over.

]]>http://elevatedhr.com/recruitment-and-selection/the-plight-of-the-hot-girl/feed0#FHRITPhttp://elevatedhr.com/workplace-advice/fhritp
http://elevatedhr.com/workplace-advice/fhritp#commentsFri, 15 May 2015 04:15:36 +0000http://elevatedhr.com/?p=6442 By: Michelle Berg If you’ve been following the news lately, you might have heard about the reporter who fought back against some sexually explicit language used by a Toronto FC Fan. Turns out, Shawn Simoes, an employee of Hyrdro One was let go because of his actions recorded by CityTV. This of […]

If you’ve been following the news lately, you might have heard about the reporter who fought back against some sexually explicit language used by a Toronto FC Fan. Turns out, Shawn Simoes, an employee of Hyrdro One was let go because of his actions recorded by CityTV.

This of course, from an HR perspective begs two questions:

Can you be let because of what you say or do outside of work hours?

Is this a “for cause” offence? Meaning, will the guy get paid anything?

So the answer to question one is simple: Yes. People…let me be clear. You can be let go for any reason at any time. Your employer doesn’t have to tell you why and even if they do tell you why, if you don’t fight it (or even if you do fight it), it’s not like you get to come back to work with your head held high and all is restored again. Well…ok…in some union situations this may happen. But in non-union situations, you don’t get your job back. You’re done. Out looking for another role.

As for question number two: Is this a for cause offence? The simple answer is most likely not. Meaning, yes, Simoes is probably getting paid something.

Is it likely that Simoes signed an employee handbook that said what he does outside of work is a reflection of the company and you can be fired for it? Yes, most likely. (Although my husband said there was some show on CBC that had Hydro One’s handbook and it didn’t state anything. I find that hard to believe, but if that’s the case, yo – Hydro One – update your handbook!) But the reality is companies can’t fire someone for a first offence without it being a wrongful dismissal (especially in an area that is still fairly grey: reputation/brand management). You typically have to follow a progressive discipline process if you want to fire anyone for cause.

Does this mean that Simoes most likely got a package? Yep. Most likely. Or will receive one anyway. This definitely has potential to go to court and sleazy lawyers will most likely be all over this one. Hydro One will try to fight it and state something like “We had to protect the brand as well as our female employees.” They may even go so far as to say, “If we kept him, there was undue hardship on the company as people didn’t want to work with him,” or something to that effect.

What kind of package might he receive? Depends. He may have a contract that outlines a separation agreement. If he didn’t it goes to common law. He looked fairly young, although the ability to find another job is probably a lot harder. I know as a recruiter, I’ll remember that name for a while. The harder it is to find a job, courts usually award higher settlements. I’d hope they would be more employer friendly in this case, but the likelihood is slim.

So why would Hydro One terminate him if they still have to pay something out or if it’s not legal to let someone go on a first offence? You mean besides the fact that an ass hat like this outside of work probably causes problems inside of work? Well that’s easy – the amount of positive publicity that Hydro One is actually receiving over this is a really great use of their marketing dollars and took care of two problems in one. Now that’s smart, efficient thinking!

Bottom line? You mean besides the fact that I thought we were in 2015 and it’s time to treat women with a tad more respect?

You are a reflection of your employer whether you are in or out of work. Cross a line and they may just erase the line all together.

]]>http://elevatedhr.com/workplace-advice/fhritp/feed0The New Kid on the Blockhttp://elevatedhr.com/workplace-advice/the-new-kid-on-the-block
http://elevatedhr.com/workplace-advice/the-new-kid-on-the-block#commentsThu, 16 Apr 2015 16:14:18 +0000http://elevatedhr.com/?p=6433 By: Carrie Beckett How does one get a job with Elevated HR? Good question. For me, it was persistence. I remember seeing a non-traditional Elevated HR job ad several years ago and thought ‘hmm… this company is pretty cool’. From then on, I started following Michelle and the team on social media. […]

How does one get a job with Elevated HR? Good question. For me, it was persistence. I remember seeing a non-traditional Elevated HR job ad several years ago and thought ‘hmm… this company is pretty cool’. From then on, I started following Michelle and the team on social media. After cyber-stalking her for a couple years, I took the plunge and sent Michelle a direct message on LinkedIn. It was after one of those particular days where HR wasn’t very fun (let’s be honest- it happens) and I really felt that I had nothing to lose.

Guess what- she replied! I still think that it was only because we shared the same maiden name (Schmidt), but regardless, I had an in. YES! For about 2 years, I followed up faithfully with an email every few months to chat about what was new, upcoming potential opportunities and how I would be an asset to the Elevated team. I even completed a couple of projects for Michelle to test my ‘skills’. And? Well – since I’m writing this blog, I obviously kicked ass.

But, what made Michelle hire me over the 1000’s of other HR professionals in Calgary? That’s easy: I knew I wanted to work for Elevated and I made my intention very well known. I didn’t give up on what I perceived as my dream job. Just as one door would seem to close, I found a way to stick my foot in it just enough to keep the interest going.

I have been one of those lucky people to have been given some awesome opportunities early on in my career. I started my schooling and career in the field of Occupational Therapy. I worked a lot with orthopedic patients and their return to life/work programs. Occupational Therapy taught me a lot of things to think about when looking at an injury or disability and how a person can still be functional in their work and private life. But it also taught me that I wasn’t cut out for the healthcare industry and that I was more of a logical thinker, less of an emotional one. Onwards and upwards, right?

I didn’t know anything about Human Resources at the time, so it was really just me stumbling upon the meaning of it. When I left OT, I was lost when thinking about what I wanted to do for the rest of my life as a career. I started taking HR classes and realized that this is where I should focus my career as it worked so well with my personality. For the next 10 years, I was lucky enough to work with clients in the customer service and retail industry, the construction industry and most recently, a little place you may have heard of… The Calgary Zoo. And no, I didn’t get to feed any tigers while employed in HR, but it wasn’t due to a lack of trying!

So how did I get the job? It’s simple. I am the gal who you will want on your side in an interview, who you can trust with your strategic goals and who can manage the conflict that no one wants to ever deal with. But most important, I’m confident in who I am and am persistent.

If there is a job out there that you want, don’t let anything stand in your way. It may not happen right away, but trust me, the wait is worth it.

]]>http://elevatedhr.com/workplace-advice/the-new-kid-on-the-block/feed0Calgary Stampede and the Workplacehttp://elevatedhr.com/community/calgary-stampede-and-the-workplace
http://elevatedhr.com/community/calgary-stampede-and-the-workplace#commentsThu, 09 Apr 2015 13:48:39 +0000http://elevatedhr.com/?p=1564 After 10 days of the Calgary Stampede, I have to admit (like every year), I am “rodeo’d” out. It’s exhausting to keep up with the events, the fire works, the bands, the dancing, the outfits, the parades…and yes, the late nights and early mornings that begin with al-al-al–alcohol. From […]

After 10 days of the Calgary Stampede, I have to admit (like every year), I am “rodeo’d” out. It’s exhausting to keep up with the events, the fire works, the bands, the dancing, the outfits, the parades…and yes, the late nights and early mornings that begin with al-al-al–alcohol. From Irish cream pancakes, to early morning mimosas and whiskey sours, to lunch time beers, to evening cocktails and wine while watching the Chuck Wagon races, the last 10 days have been…well a blur!

The tricky part for Calgary employers? How do they possibly make sure that the “Drug and Alcohol” policy that they have devised so eloquently is actually upheld? My answer? It’s the same no matter what time of year it is…as long as you have communicated expectations appropriately.

If you smell alcohol on an employee, or think someone may be intoxicated at work, managers have the option to send them home. But employers do not have the right to fire employees with just cause. The only way you could have just cause is if the behavior was repeated and there was strong evidence that included failed urine sample tests, as well as well written, documented warnings. As always: Termination for just cause is really, really tough to prove.

For employers in Calgary – we all know Stampede is a tradition. If you have standards that you want met during Stampede, I recommend you setthose standards before the week begins. As with all rules, make sure your employees know them as well as understand them. It’s your responsibility to a.) Communicate and then b.) Set the standard. If you’re the one out partying, missing meetings, and not hitting deadlines, it’s hard to blame your staff for simply following suit. On the flip side, if it’s business as usual and you expect your staff to perform as per usual – make sure your staff know that.

The worst thing you can do is assume your staff know the rules. The best thing – communicate the rules.

]]>http://elevatedhr.com/community/calgary-stampede-and-the-workplace/feed0Big vs. Small – Does Company Size Matter?http://elevatedhr.com/blog/big-vs-small-does-company-size-matter
http://elevatedhr.com/blog/big-vs-small-does-company-size-matter#commentsWed, 01 Apr 2015 11:53:44 +0000http://elevatedhr.com/?p=5551 By: Abigail Tiangco Prior to working at Elevated, I held positions with larger, corporate companies with headcounts of over 1000 employees. I went from being a tiny blip on the map to being one of the showcased team members on the company website (and in the videos…check them out)! Hands down, the […]

Prior to working at Elevated, I held positions with larger, corporate companies with headcounts of over 1000 employees. I went from being a tiny blip on the map to being one of the showcased team members on the company website (and in the videos…check them out)!

Hands down, the biggest plus of working at a smaller company is the greater sense of camaraderie. There are five team members in total at Elevated, and I’ve had the opportunity to develop personal relationships with all of them (yes, even the Leading Lady!). On top of that, I genuinely care about continuing to build my relationship with each of them. I can’t say this was the case when I worked for the “big guys”. There were several people that I didn’t even know existed. I’ll never forget one instance when a colleague had resigned and approached me on his last day. He told me it was a pleasure to have worked with me and it was too bad we didn’t get to know each other better. What an eye-opener! I hadn’t ever said more than “hello” to him, and now I was suddenly thinking of the should haves, could haves, would haves. While the quantity of acquaintances may be more with a big organization, I have to say – the quality of relationships in a boutique company cannot be compared.

Another pro – I know 100% I am heard. I used to spend quite a bit of time figuring out the chain of command so I could voice any concerns to the right people, in the right way. I didn’t always receive feedback about my thoughts or ideas, and I definitely wasn’t always sure if any action was taken to address them. Here, there is no question of who I need to speak with, and no middle men to communicate through in order to get an answer. Feedback comes directly from the top to me, and it is instant. I’m not saying the outcome is always favourable, but I always know something stems from it – whether that’s a decision or the start of a conversation.

Don’t get me wrong – I’m not saying everything about working at a small company is peachy keen. Just like anything in life, there are definitely some disadvantages. When I first joined Elevated, there weren’t any official Standard Operating Procedures. Being less rigid and structured, there is the opportunity to put systems and processes in place to increase efficiencies, but somebody needs to take the time to do that and still be able to focus on clients. It is often a question of when this will be done, and who will get it done, which eventually leads to will this ever get done? For me, this can be challenging when it comes to competing priorities.

I worked in the Health Care and Insurance industry where the benefits were pretty top notch. Extended health, dental, travel insurance…you name it, I had it. Right now, I have a Health Spending Account which broadens what can be covered, but doesn’t cover the dollar amounts I’d like it to. Do I understand why a smaller company can’t offer as competitive of a benefits package? Absolutely. I get that our budget doesn’t necessarily allow for all the bells and whistles. At the same time though, it kind of sucks.

To sum it all up, I think deciding which is better is a matter of figuring out what is most important. Is it the sense of belonging? Money? Flexibility? Opportunity for growth? Those factors among many more come into play and are very subjective in terms of importance. It really depends on what the individual wants and needs at that particular time. Having said that, I don’t think it’s about which is better over the other because anyone could run an ongoing list of pros and cons until it evolved into a novel. Maybe I can’t tell you working at a smaller company is necessarily better than working at a bigger one, but perhaps I’ve shed some light as to what is great about working at each.

]]>http://elevatedhr.com/blog/big-vs-small-does-company-size-matter/feed0Contract Terminators – The Evil Side of What We Dohttp://elevatedhr.com/uncategorized/contract-terminators-the-evil-side-of-what-we-do
http://elevatedhr.com/uncategorized/contract-terminators-the-evil-side-of-what-we-do#commentsTue, 10 Feb 2015 22:05:46 +0000http://elevatedhr.com/?p=5465 By: Michelle Berg I won’t lie. Being hired as a contract terminator is definitely the most draining part of our business. For the most part I don’t know these people I’m letting go. I simply show up, sit alongside the manager, who briefly describes the situation (falling gas prices is the reason du […]

I won’t lie. Being hired as a contract terminator is definitely the most draining part of our business. For the most part I don’t know these people I’m letting go. I simply show up, sit alongside the manager, who briefly describes the situation (falling gas prices is the reason du jour… if not month / quarter) and then they leave me to my own devices to try and help the people transition out as quickly and efficiently as possible. It’s not glamorous, but I will admit it’s paying our bills.

I should note that we only agree to terminate staff as long as we can offer the people support during their transition (in other words resume writing, interview support, a plan of action etc.) My goal isn’t to be remembered as the “angel of death”. My preference is when you start to think about missing a mortgage payment or unable to pay for your children’s hockey fees that you have someone who has your back and truly wants to help and we’re thought of in a positive light.

But here’s the thing: the amount of people that actually take us up on the support is less than 5%. And of those we do hear from, I’ll be blunt: there’s a reason they were one of the ones chosen to go in a downturn. They were coasting and didn’t think they needed to keep up their skills. Or they have brutal communication skills. Or they refuse to change.

So what should you do if you have lost your job?

We’ve said it before and even profiled a gentleman in the job seeking process last year: Your new job is to find a job. That means you get up every morning, take a shower as if you were going to work and then execute on a plan that you set for the day just like you would if you were at work.

We often tell our outplacement clients that you want to look for at least 5-7 jobs per day that seem interesting. For each resume you are going to send you want to tailor it to that role. So if you think about it – you’re creating a new resume and a new cover letter for each position which should take about 45 minutes to an hour each time. Yes it’s time consuming – but anything worth getting is. Thinking the job of your dreams will just land on your lap during a downturn is a big mistake.

Think your company might be preparing for lay offs?

The first round is usually a way for companies to “right size” or “trim the fat”. While it may be too late to prove your worth (or it might not even be a factor anymore) knowledge hoarding is actually the last thing you want to do (if I don’t tell them how I do something, they can’t let go of me!) Instead, be that person that tries to come up with checklists and streamlining of processes, take the time to clean up things that haven’t been touched in years, develop and put forward cost savings measures, if you see morale down, develop ways to improve it (not just add to the pile of negativity). Whether companies can afford it or not, they tend to go the extra mile for people that go the extra mile for them.

If you’re still worried…

Start cleaning up your resume now. It’s much easier (even in a down market) to find a job when you still have one. Clean up your LinkedIn profile while you are at. Learn a skill that might be missing from your repertoire (uDemy provides a lot of interesting learning opportunities).

At the end of the day, losing your job is not the worst thing that can happen to you. In fact, most people we work with, it’s the best. It’s all about mindset.

]]>http://elevatedhr.com/uncategorized/contract-terminators-the-evil-side-of-what-we-do/feed010 Easy Ways to use Instagram in HRhttp://elevatedhr.com/uncategorized/10-easy-ways-to-use-instagram-in-hr
http://elevatedhr.com/uncategorized/10-easy-ways-to-use-instagram-in-hr#commentsSun, 25 Jan 2015 13:55:13 +0000http://elevatedhr.com/?p=5459 By Guest Blogger: Russ Perry Instagram isn’t just for hipster brands and cool kids – although there’s a lot of those out there! With the acquisition by Facebook in 2012 for $1 Billion dollars – the smartest minds in social media made a big statement that visual content is king. Are you […]

Instagram isn’t just for hipster brands and cool kids – although there’s a lot of those out there! With the acquisition by Facebook in 2012 for $1 Billion dollars – the smartest minds in social media made a big statement that visual content is king.

Are you using it for your business? If you are like most the answer is sadly, no. But fear not. The tool is easy to learn and powerful when used in a focused and strategic manner. At Design Pickle we are obsessed with how we can be more creative every day. Below are 10 of our best ideas on how HR can leverage this great tool both for their company culture and overall HR / recruitment.

Company Culture

1. Bring back employee of the month – Feature one employee or vendor each month that has made a big difference.

2. Similarly, client of the month – Highlight a great client and help promote their business.

3. Modern day show-and-tell – An employee gets to bring 5 tangible objects in and for a week you feature those items and what they mean to the specific person.

4. Company lore – Does your company have a unique story to tell about how it was founded or created? Tell it in multiple parts around your business anniversary. Get creative and engage employees to help out. Think of it as a live action comic strip.

5. Ride the viral wave – Whether it’s the ALS Dry Ice Block Challenge (not recommended) or Soulja Boy makes an epic viral dance comeback, get in on it fast and share for the world to see.

6. Game day pride – Highlight the favorite sports teams of your staff throughout different seasons. Make sure to tag that brand in your post for extra credit! Try and find the most obscure sport or team within your company.

HR / Recruitment

7. Feature unique company perks – Have a beer cart? Flexible work schedules? Whatever your unique company perks are have them featured on Instagram and use it in your employment recruitment process.

8. Highlight the details of a job/role – Spend a week breaking down a specific role you’re hiring for. Where will they sit? Who will they work with? What types of things will they be doing on a day to day?

9. Message from the CEO – Get your top dog on camera welcoming new employees and staff. Make them feel warm and fuzzy.

10. World’s worst jobs – Feature terrible, crazy or really really hard jobs from around the world. It will make your open position seem like a vacation!

No matter how you use Instagram, the main point is this: USE IT! Simply sitting on the sidelines provides no value, and with hundreds of millions of people using it every month you’d be missing out on a crazy huge market of potential employees, clients and fans.

About the Author

Russ Perry is an Arizonan native and has spent the last 10 years working with brands such as Apple, LG, Morgan Stanley and the Harlem Globetrotters. In 2014 he founded Design Pickle, a startup that provides unlimited graphic design help for only $195 per month. Russ believes there is a better way to get your day-to-day graphic design done and it doesn’t have to cost you a small fortune or even worse – take up all your time. Learn more about Russ and his startup at DesignPickle.com/hr

]]>http://elevatedhr.com/uncategorized/10-easy-ways-to-use-instagram-in-hr/feed0Featured in the HR Reporterhttp://elevatedhr.com/uncategorized/featured-in-the-hr-reporter
http://elevatedhr.com/uncategorized/featured-in-the-hr-reporter#commentsTue, 02 Dec 2014 03:56:10 +0000http://elevatedhr.com/?p=5448 Check it out! We are proud to announce that Michelle was featured in the HR Reporter, speaking about our experience with 15five! You have to have a subscription to actually see the article, but here’s a fancy way to read it even if you don’t have a subscription! “The Demise of the Annual Review”

]]>http://elevatedhr.com/uncategorized/featured-in-the-hr-reporter/feed1This Leading Lady has a Baby!http://elevatedhr.com/lessons-in-small-business/this-leading-lady-has-a-baby
http://elevatedhr.com/lessons-in-small-business/this-leading-lady-has-a-baby#commentsMon, 10 Nov 2014 02:42:30 +0000http://elevatedhr.com/?p=5431 By: Michelle Berg Here’s a truth: running a successful business is hard. But holy eff is being a parent even harder. And combining the two – well…there are days when I don’t actually think it’s possible and I’m simply just going through the (e)motions. This weekend marks the 3rd month since I […]

Here’s a truth: running a successful business is hard. But holy eff is being a parent even harder. And combining the two – well…there are days when I don’t actually think it’s possible and I’m simply just going through the (e)motions.

This weekend marks the 3rd month since I gave birth to our beautiful baby girl, Madeline. The number one question I get from most people is: “How are you back to work already?” Already?!!? I usually shrug my shoulders and say, “I didn’t really take time off. I stopped seeing clients for a bit, but I don’t think there was a day that passed that I didn’t work (including while I was in labour).” After all, Elevated is my first child. I couldn’t just ignore it.

Truth be told – I’m just so thankful for the clients we have who gave me a bit of time to try and get it right. For me, the first month was the most overwhelming and least fulfilling as a parent thus far. And I was pretty much useless from a work perspective. But I was working and raising a child and trying to figure out how that could actually work. I was concentrating on perseverance.

2.) I wanted to shower every day (and if I didn’t it was because I was just being lazy).

3.) I didn’t want to be afraid to take her outside.

4.) I didn’t want to be the mom that does the ol’ hand off of the kid at the end of the day to her husband because she’s exhausted. I wanted us to be partners.

5.) I wanted to be able to tell her one day the story of how I grew my business and still managed to raise an amazing person. That I didn’t have to pick one over the other.

In order to do these things, I knew it was going to take more than just me. We hired a Super Nanny (seriously, Mary Poppins walks through my door daily) and we are fortunate to have a grandma that needs some serious cuddles. As such, she’s flown to Calgary 4 times in 2.5 months to get those cuddles. And I have an amazing team who really tried to persevere and raise the bar while I was a little more disengaged. And I’ve just hired some serious talent to help me keep it going.

I don’t think I’m any less of a mom because I enjoy working. The truth is I’m a better mom because I can still work. I miss her all day and when I pick her up for cuddles, it’s the best thing ever. There is nothing that cures a shitty day at work like her smile.

]]>http://elevatedhr.com/lessons-in-small-business/this-leading-lady-has-a-baby/feed0Training: It’s not as elusive as you think!http://elevatedhr.com/learning-and-development/training-its-not-as-elusive-as-you-think
http://elevatedhr.com/learning-and-development/training-its-not-as-elusive-as-you-think#commentsWed, 03 Sep 2014 18:02:06 +0000http://elevatedhr.com/?p=5221 September 3, 2014 By: Kathryn Sebesten Personally, I concentrate best in quiet environments. I am not the person who listens to music while reading and running on a treadmill. (Seriously how is that even a THING?) So when I started at Elevated, I could have sworn that our open concept environment was […]

Personally, I concentrate best in quiet environments. I am not the person who listens to music while reading and running on a treadmill. (Seriously how is that even a THING?) So when I started at Elevated, I could have sworn that our open concept environment was going to be the bane of my existence. And initially I was right…but then I learned something.

In our business, phone correspondence plays a huge role. Day after day, I found myself sliding off track with every phone call my co-worker made. As weeks passed, I found myself listening in on the different conversations of those around me. No…not eavesdropping. To be honest, it was more of an educational experience. I observed how they interacted with certain clients. I listened to what questions they asked to gather information and how they resolved issues. I then found myself taking that that information and integrating it into my daily routine.

That’s when I realized that although we didn’t have a lot of time for the traditional approach to training, training can be facilitated when you least expect it. For example, I was conducting a phone interview, when I asked a question that was a big NO, NO (Hey…I’m American. We have different rules!) When I got off of the phone my co-worker, Abby, approached me to provide feedback. She explained what questions we tend to stay away from and why. It was great! I really appreciated her willingness to guide me down the right path. In my opinion addressing an issue immediately was the best way to learn.

Recently, Dulcie asked if she could listen to me conduct a reference check. I thought it would be a great idea (and took no extra effort on my part to help train a fellow co-worker!) As she listened to the call, I noticed that she was creating her own questions and making notes on things I asked. After the reference check Dulcie and I had a conversation around the call. She shared with me her questions and concerns. We then decided to reverse roles. It was her turn to conduct the reference check while I listened. After the call I was able to provide feedback on the positive and negative points of the conversation. I’m happy to say I even learned something from her! Now, we are on the same page, using strengths both of us bring to the table.

So next time, you think training needs to be formal and methodical, try just listening in on your peers. You may learn a thing or two!